David serves as Senior Manager of Executive Search & Talent Consulting at W Talent Solutions, where he partners with organizations to identify and hire exceptional talent for critical leadership and professional-level roles. He leads executive search engagements while also advising clients on talent acquisition strategy and recruiting operations. Drawing on extensive experience building and leading high-performing talent acquisition functions, David helps organizations strengthen their hiring processes, optimize recruiting technology, and develop scalable talent strategies that support long-term growth. His expertise includes talent acquisition assessments, ATS evaluation and implementation, recruiting analytics, executive scorecard development, process optimization, and talent acquisition technology strategy.
Prior to joining W Talent Solutions, David served as Director of Talent Acquisition at Eide Bailly LLP, a top 20 public accounting and advisory firm, where he built and led the organization’s national talent acquisition function. Before that, he spent nearly seven years in talent acquisition leadership at National Heritage Academies, overseeing hiring across more than 100 schools in nine states and supporting over 2,000 annual hires annually. Throughout his career, David has been recognized for transforming recruiting teams from transactional functions into strategic business partners, building in-house sourcing capabilities, creating talent acquisition shared services models, and developing executive dashboards that provide leadership teams with meaningful visibility into recruiting performance. Earlier in his career, he led a full-desk executive search practice at Creative Financial Staffing, a Crowe affiliate, where he successfully rebuilt the West Michigan practice following a complete team turnover. He also held talent acquisition leadership roles with Gordon Food Service. David’s career began in public accounting and corporate finance as an auditor and financial analyst, providing a strong business foundation that continues to shape his analytical and results-driven approach to talent strategy and executive search.
David earned his Bachelor of Business Administration in Accounting from Western Michigan University and an Associate Degree in Accounting from Grand Rapids Community College. He serves as a Trustee on the Michigan Colleges Alliance Board and is actively involved in the broader talent community through the Mackinac Roundtable on Talent. He and his wife, Jessica, also support Homes Giving Hope and New Growth Project, two nonprofit organizations that provide housing and employment opportunities for individuals with cognitive impairments. Their involvement is especially meaningful because of the positive impact these organizations have had on their son, Justin, and others within the community.
Outside of work, David enjoys staying active through tennis, golf, kayaking, and regular fitness training. He and Jessica enjoy discovering new breweries, spending time with friends, and relaxing at their lake house. Their dog, Jericho, is often close by, especially if there are seagulls nearby to chase along the shoreline.
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Your recruiting funnel is not broken. It is outdated. Ghosting, slow time to hire, recruiter burnout, and bloated interview processes are not isolated issues. They are symptoms of a hiring system built for a market that no longer exists. Economic signals are shifting, candidate expectations are higher, and mid sized teams are being asked to do more with less. If your hiring process feels harder than it should, this report explains why.
In Why Your Recruiting Funnel Is Failing and How to Fix It in 2026, W Talent Solutions breaks down what is really driving talent friction and what high performing companies are doing differently. You will see the data behind longer hiring cycles, overloaded recruiters, and leaky funnels, plus a clear five point plan to modernize your approach. This is not theory. It is a practical playbook to help you hire faster, protect candidate experience, and turn hiring into a real competitive advantage heading into 2026.